Compliance Stuff

Continuing the trend of new state-by-state artificial intelligence (“AI”) regulations, Oregon and Washington both enacted laws regulating AI companion chatbots in March 2026, following California’s lead . Oregon’s SB 1546 and Washington’s HB 2225 will both take effect on January 1, 2027. This Legal Update provides an overview of these new laws and summarizes the key differences from California’s companion chatbot law. I. WASHINGTON HB 2225 Similar to California’s companion chatbot law, Washington’s HB 2225 defines “AI companion chatbot” as an “artificial intelligence system with a natural language interface that provides adaptive, human-like responses to user inputs, including by exhibiting anthropomorphic features, and is able to sustain a relationship across multiple interactions.” HB 2225 broadly excludes: chatbots for business functions (such as technical assistance and customer service) “if such bot does not sustain a relationship across multiple interactions and generate outpu...

Earlier this year, the U.S. Department of Labor (DOL) issued a  series of Questions and Answers  to help states remain in compliance with federal unemployment insurance (UI) law regarding striking employees. For states that offer UI benefits to striking employees, the Q&As clarify when those employees are eligible for federal UI benefits . State UI programs are required to conform to federal requirements to receive grants to administer their UI programs. Currently, four states offer UI benefits to striking workers: New Jersey, New York, Oregon, and Washington.   The Q&As provide that in states that allow striking workers to receive UI benefits, the workers must meet the federal requirements to obtain UI benefits. The Q&As underscore that states that wish to remain eligible to receive federal grants, and employers that wish to remain eligible for credits under the Federal Unemployment Tax Act, must remain in full compliance with these requirements.  As s...

Here are the top ten items you should tackle in September, based on the latest workplace law developments and upcoming critical compliance dates: _____ Assess workplace impact of recent SCOTUS rulings.  Take a look back on all the SCOTUS cases from the past year that impacted your workplace, industry, and litigation exposure.  Click here  for a quick guide along with a rating for how impactful each decision will be for employers. _____ Track employment-related AI lawsuits.  In  the latest big lawsuit , filed on August 4, an unsuccessful job applicant sued Sirius XM Radio in federal court claiming the company’s AI-powered hiring tool discriminated against him based on his race. Another  new lawsuit  highlights concerns about AI notetakers. _____ Vet your AI bias auditors.  Speaking of AI developments, as you increasingly use artificial intelligence tools to help shape your decisions, you’ll likely retain vendors to conduct AI bias audits. But ...

As employers keep their eye on compliance, below are some notable employment law changes that will be effective in the coming months. Arkansas   Effective August 4, 2025 -  Senate Bill 598  (S.B. 598) requires an employer or agency charged with determining the employment status of an individual to use the method proscribed under the Internal Revenue Service Code, as it existed on Jan. 1, 2025 , in making its determination . Employers and agencies charged with determining the employment status of an individual can no longer use or rely on state law to make this determination.    California Effective January 1, 2026,  Senate Bill 648  (S.B. 648) permits California's labor commissioner to investigate employers and issue citations for tip theft. The legislation subjects employers to investigation if they take or withhold any portion of an employee's tips, including failure to pay tips in timely manner (by the next regular payday). Employers found gui...